Learning Team Deliverable Week 3 
Learning Team Deliverable-Week 3
Learning Team-C
Tina Johnson, Nicola Phillips-Tate, Latrina Taylor, and Suzane Tenorio
University of Phoenix
HRM/552-Organizational Training and Development
Sherri Johnson
December 1, 2014
Learning Team Deliverable- Week 3
The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.
Organizational Development Theories and Applications
Organizational development (OD) focuses on the research, theory, and practices committed to increasing the knowledge and effectiveness of individuals to achieve positive and successful organizational transformations. OD is the continuous process of planning, implementing, and evaluating the goals of the company by the way of “transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change” (Organizational development theory, n.d.). The beginning of OD came from studies from the 1930s, 40s, and 50s where the realization arisen about how the structure of the organization and its processes helped shape an employee’s performance and drive. In recent years, OD is helping companies align with the changes occurring in the new business environment. Key to organizational development theories and applications is the organization’s climate, culture, and strategies.
The Difference between Mentoring and Executive Coaching
Many companies are now beginning to grasp the significance of mentoring and coaching their employees. Although many entry-level jobs do require a college education and a few years’ experience, it is crucial to provide the necessary tools and training to those
Learning Team-C
Tina Johnson, Nicola Phillips-Tate, Latrina Taylor, and Suzane Tenorio
University of Phoenix
HRM/552-Organizational Training and Development
Sherri Johnson
December 1, 2014
Learning Team Deliverable- Week 3
The assignment for this week focuses on the team’s understanding of the goals and objectives of training program development and delivery. Team C summarizes the following highlights of this week’s discussions: determining organizational development theories and applications; differentiating between mentoring and executive coaching; identifying the major components of employee training; and comparing career development strategies.
Organizational Development Theories and Applications
Organizational development (OD) focuses on the research, theory, and practices committed to increasing the knowledge and effectiveness of individuals to achieve positive and successful organizational transformations. OD is the continuous process of planning, implementing, and evaluating the goals of the company by the way of “transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change” (Organizational development theory, n.d.). The beginning of OD came from studies from the 1930s, 40s, and 50s where the realization arisen about how the structure of the organization and its processes helped shape an employee’s performance and drive. In recent years, OD is helping companies align with the changes occurring in the new business environment. Key to organizational development theories and applications is the organization’s climate, culture, and strategies.
The Difference between Mentoring and Executive Coaching
Many companies are now beginning to grasp the significance of mentoring and coaching their employees. Although many entry-level jobs do require a college education and a few years’ experience, it is crucial to provide the necessary tools and training to those
References: Elements of Career Planning Programs. (2014). Retrieved on November 30, 2014 from http://www.explorehr.org/articles/Career_Management/Elements_of_Career_Planning_Programs.html Organizational development theory. Retrieved from http://www.med.upenn.edu/hbhe4/part4- ch15-organizational-development-theory.shtml Watt, L. (2004). Mentoring and coaching in the workplace: an insight into two leading leadership development programs in organizations. Canadian Manager.